In this webinar, we talk through changes you can make in your business to identify blind spots, remove barriers, and revise hiring practices that are undercutting your diversity efforts and keeping talented people from getting jobs they’d be great at.
Thought leaders from Merit America, BountyJobs, and OutMatch take a hard look at Bachelor’s degree and industry experience requirements, criminal backgrounds, personal biases, and what it means to dismiss people who aren’t a good “culture fit.” Then, we explore ways to evaluate talent once these barriers are removed.
What the 4-min recap here: Best Advice for Removing Diversity Barriers in Hiring
Top takeaways from the webinar:
1. Over half (56%) of attendees said sourcing is their biggest challenge in diversity hiring, followed by drop-off of diverse candidates in the recruitment process (29%).
2. Twenty years from now, saying we (employers) used to discriminate against people with a 4-year degree will sound much like saying “We only hire people who come from wealth.”
3. Many barriers, like the 4-year degree, are deeply-entrenched in our behaviors and tools – and as proxies, they do work to identify reliable talent. That’s why these barriers still stand.
4. A critical question to ask is: How are our vetting mechanisms relevant to the roles we’re hiring for, and where are they doing more harm than good?
5. In TA, where you might see transferrable skills, hiring managers may see lack of experience. The challenge then is how you become a skills-translator and build trust with hiring managers to change the status quo?
6. COVID disrupted the talent supply chain, causing an exodus from expensive real estate hubs. The upside is, you now have access to talent nationally and globally. Get comfortable sourcing at this scale, and you’ll be in a stronger position post-COVID when the war on talent returns.
7. Looking for people outside your culture (or what you believe is your culture) is a great way to provide an infusion of new ideas and new skills into the organization.
8. Be a creative sourcer. One panelist shared the example of a creative sourcer who found great marketers and copywriters by looking for people on Yelp who had written highly rated reviews.
9. If you’re looking for a catalyst to change the culture, consider a reverse mentoring program where young employees are paired with executives and given “permission” ask why things have always been done a certain way.